SAP SuccessFactors Payroll Consultant

Status: Permanent Full Time

Education Level: Four-year university education

Base Location: Oshawa, ON

Shift: Days

Travel: None

Deadline to Apply: July 17, 2026

Salary Range: $2,751.92 - $3,227.88 Per Week

Electrify your career and help build a brighter tomorrow.

Every generation has a challenge that defines them. At OPG, we are calling on all innovators, disruptors, thought leaders and change-makers. Join us as we work to electrify life in one generation and build a sustainable future powered by our electricity, our ideas, and our people. Join OPG and make history.

Whether you work in the skilled trades or are a business professional, a career at OPG is an opportunity to electrify your life on -- and off -- the job.

JOB OVERVIEW

Ontario Power Generation (OPG) is looking for a dynamic, strategic and results-driven professional to join our team in the role of SAP SuccessFactors Payroll Consultant.

Reporting to the Senior Manager, Projects, this position will be a steward of digital HR and will consult, design solutions and provide advice in all technology and system-related processes, configurations and security functions while driving the sustainment of HR’s technology landscape. Lead or participate in teams which, in coordination with IT and technology vendors are responsible for the day-to-day management of HR solutions.

KEY ACCOUNTABILITIES

• Lead and/or contribute to the leadership of teams which design, and HR systems and tools targeted at the employee lifecycle (core people data management, recruiting, learning management, payroll, benefits administration, Time & Attendance/absence management system, onboarding, off-boarding, compensation, payroll, benefits, talent management, succession management and performance management:
  • a) Lead project teams with key internal and external stakeholders, including; HR, Shared Services, Chief Information Office (CIO), lines of business, vendors and others to define requirements and HR data elements to satisfy technical, functional and application requirements;
  • b) Conduct comprehensive analysis of complex business systems/processes, define requirements and write business specifications for HR systems, ensuring that the system configuration aligns with end-to-end HR process design;
  • c) Act as advisor regarding the HR systems and tools. Partner to understand operational issues/opportunities and implement automated solutions to scale business operations and ensure compliance;
  • d) Perform feasibility studies to establish design parameters, technical and economic feasibility of redesign/modification of an existing application, and the implications of providing and/or implementing alternatives;
  • e) Approve business and system requirement design, including identifying the interface and authorization requirements; f) Coordinate, develop and approve test plans and scripts for system changes, coordinate and/or perform system testing (UAT) and execute testing routines.
• Provide leadership to project teams and/or coordinate and participate in activities involved in reviewing existing systems, applications, or processes to ensure activities support both current and future plans and objectives:
  • a) Serve as a primary contact to HR and Shared Services to upgrade and enhance systems design and administer system security, controls, governance and audit data integrity;
  • b) Review current functional processes and requirements to identify problems and opportunities; assess future requirements for expansion and/or modification, and ensuring all alternatives are, or have been identified;
  • c) Coordinate with the Chief Information Office (CIO) and other Ontario Power Generation (OPG) business units to identify changes required to existing systems resulting from changing technology and improved procedures;
  • d) Lead or participate on teams with stakeholders and software vendors in the configuration of application/HR cloud systems to meet new business requirements.
• Conduct comprehensive root cause analysis to investigate, review and assess the effects of diverse processes leading to system breakdowns, break/fix, issues or problems.
  • a) Lead analytical efforts for HR data integration with downstream/upstream systems;
  • b) Provide business support to ensure the compatibility and successful integration of new systems with existing systems and interfaces.
• Lead and/or participate in the performance of in-depth analysis and evaluations of existing and emerging HR technology. Assess the current and future applicability of such technology and develop appropriate short and long-term strategy recommendations.
• Provide leadership in data management and governance to ensure high data integrity, consistency of data usage in downstream/upstream systems and security processes.
• Day to day management of external and third-party vendors to oversee development activities for technical support and employee life cycle development plans.
• On a periodic basis, supervise the work of assigned contract staff. Such includes assigning and checking the work and providing instructions and guidance. As assigned, perform limited supervisory responsibilities over other staff and/or team members.

QUALIFICATIONS

• Completion of a four-year bachelor’s degree.
• Minimum 8 years of relevant experience.
• Requires experience in the design, implementation, operation and maintenance of complex HR information management systems and applications.
• Requires experience in planning and conducting studies to define requirements and providing systems solutions to meet those needs.
• Requires HR, HR Operations and/or Shared services business unit experience to become familiar with the organization and the diversity of business systems (e.g. SAP, PeopleSoft, Oracle HCM, Employee Central, SuccessFactors, Workday, Workforce Software),environments, procedures and group interrelationships and in recognizing the logical requirements of the systems needed to satisfy management objectives.
• Requires project management experience to implement new technology and business systems.
• Requires consulting experience.
• Requires vendor management experience.

The successful candidate will exhibit uncompromising integrity and commitment to upholding corporate values, and the OPG Code of Business Conduct.

OPG is committed to fostering an inclusive, equitable, and accessible environment. If you require accommodation during the selection process, please contact AODA@opg.com

What makes a career at OPG different?

With operations across Ontario, OPG is one of the most diverse power producers in North America. As the largest generator in Ontario, we meet approximately 50% of the province’s electricity needs, largely from low-carbon sources like nuclear and hydro.

As we work to achieve our vision of Electrifying life in one generation, OPG and our family of companies are also helping advance the development of new low-carbon technologies such as Small Modular Reactors (SMRs), refurbishment projects, and electrification initiatives to help power the growing demands of a growing economy. Join OPG and make history.

Please submit your application online at https://jobs.opg.com/. OPG thanks all those who apply; however, only candidates considered for an interview will be contacted.

Please note: All job postings at OPG are to fill existing vacancies within our organization. OPG may use artificial intelligence (AI) tools as part of the applicant screening process. However, applications will also be reviewed by a member of our Recruitment team to ensure a fair and thorough assessment.

The base salary range considers many factors including, but not limited to experience, education, and training, including any collective agreement requirements for union represented positions. It is not typical for the salary to be offered near the top of the range, and salary is dependent on numerous factors. For management roles, the base salary range does not represent the total compensation package. The total compensation package for regular full-time management roles includes pay-for-performance programs for annual and medium time periods. Maintaining a high-performance culture and excellence is a core expectation of every member of our leadership team and is rewarded through the established compensation framework.

OPG is committed to employment equity. As such, we encourage applicants from equity-seeking communities (Indigenous Peoples, racialized persons, persons with disabilities, and women). We strongly believe that alleviating the under-representation of equity-seeking individuals will create a stronger OPG team and allow us to better serve the needs of our diverse communities.

In order to fulfill the above-mentioned purpose, priority in hiring may be given to qualified persons who self-identify as a member of equity-seeking groups as identified in the application process. This initiative constitutes a special program under the Human Rights Code/Canadian Human Rights Act.